A negative performance review
can feel devastating, but it may not be quite the setback it seems. If
you're ready for this feedback, it's entirely possible to use it to your
long-term advantage.
Here are seven tips for not letting a negative performance review take the wind out of your sails.
1. First, do nothing. The
most important thing you can do after hearing less-than-stellar input
about your performance is to avoid an impulsive reaction. Because
criticism of your work can feel very personal, it's natural to become
defensive, try to divert blame onto others or dispute your boss's
assessment. But a performance review isn't a debate, and lashing out at
your supervisor can quickly turn a challenge into a crisis. If you're
upset, ask to discuss the matter again after you've had some time to
digest it. For now, just listen to the feedback and attempt to
understand it. You won't be able to do that while you're angry or hurt.
2. Put it in perspective.
Especially if you're accustomed to successful appraisals, even a mildly
critical one can make you feel like you're on the brink of being fired.
Unless such a warning was part of your appraisal, that's probably not
the case. If your manager is consistently telling you that you need to
improve, and the formal review reaffirms these earlier conversations,
then you have cause for concern.
Never lose sight of the type of
feedback you received, whether it was an ultimatum, a commentary on your
overall performance or a concern about a specific aspect of your job.
When an employer discusses your performance in terms of how you can be
even better at what you do, it usually means he or she wants to protect
the company's investment in you -- not abandon it.
While you
should take every word of the review seriously, there's probably no
reason to panic. Many managers make a point of identifying areas for
improvement even among their top performers.
3. Get clarification.
Make sure you fully understand any criticism, whether or not you agree
with it. Probing for more information may be painful, but it's a
necessary step toward improving.
If any of the shortcomings were
vague, such as "poor communication," ask your boss for examples. Be
careful to frame the discussion as an effort to better understand the
comments, not to question your boss's perception, which is often
subjective.
4. Correct errors when necessary. If your
review contains factual mistakes -- as opposed to assertions you
disagree with -- you should correct this information. Your manager won't
be able to accurately assess your progress in the period ahead if any
concerns that were raised were based on faulty information.
Just
be careful not to be overly defensive. If there is any truth at all to
what you are hearing, acknowledge it and move on. If you think you have
been treated unfairly, most companies have a process for submitting a
written rebuttal or employee response to the review. This is your right,
but be sure that if there is truth to what you've heard, you accept the
feedback and learn from it.
5. Make a plan. Try to
translate each criticism in your review into specific actions you can
take to improve in these areas. For example, if you were called out for
missing too many deadlines, look for ways you can prevent this in the
future, such as revamping your calendar and alerts system, establishing a
different daily routine or being more careful about overcommitting to
projects.
Work with your manager to determine how you can address
his concerns, what the next steps should be and how your progress will
be measured.
6. Enlist help. If you struggle to improve,
ask a colleague or two for input -- or even for help keeping you on
track with a particular challenge. Your co-workers may have insights
into the realities of your workday that you can't see clearly.
Ultimately, however, the most helpful direction is likely to come
straight from the source of the criticism: your boss.
7. Follow up. If
you were surprised by the criticism, that's a good indicator that you
and your supervisor haven't been communicating as well as you could be.
Suggest a brief, regular check-in to discuss your progress on key
issues. The more closely you work together, the better chance you'll
have of avoiding a replay of the negative review.
An honest
performance review can help you identify and overcome obstacles that
have been holding you back. Many managers are afraid to be candid during
these meetings because it can be almost as difficult to give this
feedback as it is receive it. If you accept the constructive criticism
and work to address it, you'll give yourself a much better chance of
receiving a stronger review the next time around.